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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Jobs and Positions | 15% | - Compensation Grades and Plans - Job Families - Position Setup and Restrictions - Job Profiles and Management |
| Topic 2: Configuration Security | 15% | - Domain Security Policies - Functional and Integration Security - Business Process Security - Security Groups |
| Topic 3: Staffing Setup | 20% | - Worker Types and Subtypes - Position Management - Hiring Restrictions - Staffing Models |
| Topic 4: Reporting | 15% | - Matrix and Transposed Reports - Dashboards and Analytics - Advanced Reports - Report Writer Basics |
| Topic 5: Organizations | 20% | - Company and Region Setup - Cost Center Organization - Organization Types - Location Hierarchy - Supervisory Organization |
| Topic 6: Business Processes | 15% | - Business Process Configuration - Step Types (Approval, Review, To Do) - Condition Rules - Business Process Framework |
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118. Frage
You want to remove an HR Partner from participating in the Hire process.
What must you update?
Antwort: C
Begründung:
In Workday HCM, participation in business processes-such as Hire, Termination, or Job Change-is controlled by Business Process Security Policies, not by domain security. Business process security determines who can initiate, approve, review, or take action on specific steps within a business process definition.
To remove an HR Partner from participating in the Hire process, you must update the Business Process Security Policy associated with the Hire business process. This policy defines which security groups are authorized to perform specific actions (for example, initiate, approve, or complete steps) within that process.
By removing the HR Partner role-based security group from the relevant steps or permissions in the Hire business process security policy, Workday will no longer route Hire-related tasks or approvals to HR Partners.
Option D, Domain Security Policy, is incorrect because domain security controls data access, such as viewing or editing worker or organization data, not participation in business process steps. Even if an HR Partner has domain access, they cannot participate in a business process unless explicitly granted permissions through business process security.
Option A, Maintain Assignable Roles, is used to determine which roles can be assigned to organizations, not to control business process participation. Option C, Maintain Functional Areas, is used for organizing security policies and reports, not for granting or removing process access.
From a Workday Pro HCM best-practice perspective, any change related to who participates in a business process must be made in the Business Process Security Policy. This ensures precise control, proper approval routing, and compliance with organizational governance.
Therefore, the correct and Workday-verified answer is Business Process Security Policy.
119. Frage
Your company would like to automatically increase pay after12 months of employment, butonly after 400 hours worked.
What configuration will achieve this oncompensation steps?
Antwort: B
Begründung:
Compensation steps in Workday are designed to support structured, automatic pay progression based ontime, service, or measurable criteria. To meet the requirement in this scenario, the configuration must enforcetwo separate conditionsbefore the employee progresses to the next step: completion of12 months of duration and accumulation of400 worked hours.
In Workday,durationdefines the minimum amount of time an employee must remain on a compensation step before becoming eligible for progression. Setting the duration to12 monthsensures the employee cannot advance earlier than one year of service. However, duration alone is insufficient when additional criteria- such as hours worked-must also be met.
This is wherestep progression rulesare used. A step progression rule allows administrators to define measurable thresholds, such as hours worked, that must be satisfied before progression occurs. By configuring a rule that counts400 hours worked, Workday ensures that employees who do not meet the hours requirement will not advance, even if they have completed 12 months.
Options A and B only configure one condition and do not satisfy the full requirement. Option C applies to initial step assignment, not progression eligibility.
Therefore, combining a12-month durationwith astep progression rule based on hours workedis the correct and Workday-supported configuration, making option D the correct answer.
120. Frage
What is the step in a business process that allows users to edit and approve the information submitted by the initiator of the business process?
Antwort: C
Begründung:
In Workday, theReview Stepwithin a business process is specifically designed to enable a user toreview, edit, and approveinformation that was submitted by the initiator. This step allows designated participants to view the transaction details, make permissible edits, and approve or send it back for correction. It serves as an intermediate checkpoint before final approval or completion, ensuring data accuracy and compliance with policy.
By contrast, theApproval Step(Option C) only permits approval or denial - it does not allow data modification. TheConsolidated Approval Step(Option B) groups multiple approval steps for simplification but also lacks edit functionality. TheIntegration Step(Option D) is used for system integrations and automated data transfers, not for user data review.
Thus, theReview Stepuniquely provides both review and edit capabilities, which makes it ideal for validating and refining information early in the process lifecycle.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2) - Section: "Step Types and Participant Actions" and "Review Step Configuration."
121. Frage
You want to ensure managers assign the correct cost centers to new hires. You decide to limit the list of cost centers managers can select at the time of hire.
How do you accomplish this?
Antwort: C
Begründung:
In Workday HCM, organizations such as cost centers are assigned to workers during hire and job change events. To ensure data accuracy and governance, Workday provides two key configuration controls for organizations: default organizations and allowed organizations. While default organizations prepopulate values, only allowed organizations control which values are selectable.
To limit the list of cost centers that managers can select during the hiring process, you must configure the allowed organization on the supervisory organization. This configuration defines the specific cost centers that are valid for workers hired into that supervisory organization. By restricting the allowed cost centers, Workday ensures managers can select only from an approved list, preventing incorrect or unauthorized cost center assignments.
Configuring a default organization-whether on the supervisory organization or from the position-only sets an initial value. It does not prevent the manager from changing the cost center to another valid option.
Therefore, options B and C do not meet the requirement to limit selection. Option D is incorrect because job profiles are not used to control organizational assignments such as cost centers; they define job architecture, not financial or organizational governance.
From a Workday Pro HCM best-practice perspective, allowed organizations are the primary mechanism for enforcing organizational assignment rules at the time of hire. Applying this configuration at the supervisory organization level ensures consistent cost center usage for all workers hired into that organization while still allowing flexibility across different parts of the enterprise.
Therefore, the correct and fully Workday-verified answer is Configure the allowed organization on the supervisory organization.
122. Frage
Refer to the following scenario to answer the question below.
A position has the following restrictions:
* Job Profile: Staff HR Representative
* Location: New York, San Francisco
* Worker Type: Employee
All other optional values are not restricted.
A manager wants to hire someone with the following details:
* Job Profile: Staff HR Representative
* Location: London
* Time Type: Full Time
Why is the manager unable to complete the hire?
Antwort: D
Begründung:
In Workday HCM, hiring restrictions define the allowable values a manager can select when hiring into a position or job management organization. These restrictions are enforced strictly to ensure governance, compliance, and consistency in staffing decisions. When a value is explicitly restricted, only the values defined in the restriction are valid during the hire process.
In this scenario, the position has hiring restrictions configured for Location, allowing only New York and San Francisco. Although other attributes such as time type are not restricted and therefore remain flexible, location is explicitly constrained. When the manager attempts to hire a worker with the location set to London
, Workday prevents the transaction from continuing because London is not included in the allowed location values for the position.
The job profile requirement is met, as both the position and the hire specify Staff HR Representative, and the worker type also aligns with the restriction of Employee. The Time Type: Full Time does not cause an issue because time type is not restricted, meaning any valid time type can be selected.
Option A is incorrect because managers are allowed to specify values beyond the restricted fields, as long as they comply with any existing restrictions. Option B is unrelated to the scenario, as the issue is not related to hire reason configuration. Option D is incorrect because unrestricted fields do not block hiring.
From a Workday Pro HCM perspective, this scenario reinforces the importance of reviewing position hiring restrictions carefully. Any attempt to select a value outside a defined restriction-such as an unauthorized location-will result in the hire being blocked. Therefore, the correct answer is the manager cannot select London because it is not in the list of hiring restrictions for location.
123. Frage
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